Job Evaluation Software
Job evaluation software for fair, defensible pay
Evaluate every role through an explainable, factor-based methodology. Job-E turns real organizational context into consistent position grades in minutes—without months of interviews, workshops, spreadsheets or specialist dependency.
- From months to minutes
- Pay per evaluated position
- 20-level grade structure
- Factor-level reasoning
Job evaluation
Understand what every role contributes—and grade it fairly
Job evaluation is the systematic process of determining the relative value of jobs within an organization, independently of the people performing them.
It creates a consistent foundation for position grading, pay structures, internal-equity reviews, market benchmarking and work-of-equal-value analysis.
But traditional job evaluation was designed as a consulting project rather than a living organizational process. It can take months to complete, depends heavily on trained specialists and becomes difficult to maintain as roles and responsibilities change.
Job-E turns analytical job evaluation into a process your organization can run, review and maintain itself.
Familiar problems
Traditional job evaluation is difficult to maintain
High project costs
Job evaluation has traditionally required an external consulting project, with additional cost whenever roles are added, redesigned or reorganized.
Months of interviews and workshops
Role interviews, job-description reviews, evaluation panels and manual scoring can stretch a single evaluation round over several months.
Grades quickly become outdated
After the initial project ends, newly created and materially changed roles often remain unevaluated. Over time, the grade structure stops reflecting the real organization.
Dependence on trained specialists
Traditional job evaluation methodologies can be difficult to learn, apply and explain without specialist training or certification.
Decisions are hard to defend
When evaluation logic is hidden inside spreadsheets, consultant files or expert judgement, HR teams may struggle to explain why one role received a different grade from another.
Why Job-E
A faster, explainable approach to analytical job evaluation
Job-E applies Orginsight’s proprietary factor-based methodology through a structured decision-tree process.
Each role is evaluated across 5 weighted factors, 9 sub-factors and 45 structured questions, covering:
- Knowledge depth and analytical complexity
- Problem structure and decision responsibility
- Organizational and financial impact
- Communication and stakeholder complexity
- Management and leadership responsibility
The methodology evaluates the requirements and organizational contribution of the role, not the performance, salary, seniority or characteristics of the person currently performing it.
Evaluate the role—not the title
Job titles can be inconsistent or misleading. Job-E evaluates the role using its actual reporting context, decision responsibility, scope, impact and organizational position.
Understand every result
Each position receives a grade together with factor-level reasoning showing what drove the result. HR teams can review, explain and defend the evaluation rather than accepting a black-box output.
Keep human judgement in control
AI performs the structured analysis, but your team remains the decision-maker. Every result can be reviewed, calibrated and approved before it is used.
Apply one methodology consistently
Every position is assessed using the same decision logic, factor definitions and grade structure—across departments, countries and job levels.
Update evaluations as roles change
When a role is created or its responsibilities materially change, you can re-evaluate it in minutes. Connected analyses refresh without restarting a company-wide evaluation project.
Pay only for what you evaluate
There is no annual job-evaluation licence or mandatory consulting project. Evaluation is charged per position, with lower unit pricing at higher volumes.
Compare roles across global grading languages
Job-E provides indicative reference mappings to widely used global grade structures, including KF/Hay, Mercer IPE and WTW GGS.
This gives compensation teams a practical reference point for market data and cross-border discussions without presenting the mappings as exact one-to-one equivalencies.
Platform
How Job-E works
Import your organization
Upload your departments and positions through a guided spreadsheet or connect your HR system.
Job-E uses organizational context—including reporting relationships, role scope and company characteristics—to understand where each position sits within the organization.
Run the evaluation
Evaluate one position, a department or your entire organization.
Job-E analyzes every selected role through the same structured, factor-based methodology and returns the results within minutes.
Review and calibrate
Every position receives:
- A position grade on Job-E’s 20-level structure
- Factor and sub-factor results
- An explanation of the evaluation
- Confidence and review indicators
- Reference mappings to global grading structures
When clarification is needed, you can adjust the relevant factor yourself or send a focused calibration question to the role’s manager or another knowledgeable colleague.
Their response returns to your team for review before the evaluation is updated.
Approve and document the result
Review the evidence, make any necessary calibration and approve the final grade.
Changes and calibration decisions are documented, helping you maintain an explainable and auditable evaluation process.
Turn grades into organizational insight
Approved grades connect directly to Job-E’s broader analyses, including compensation benchmarking, job architecture, critical-role analysis, pay-transparency workflows and organizational diagnostics.
Governance
AI-assisted evaluation with human control
Job-E does not make unreviewable compensation decisions.
It applies a predefined analytical methodology, explains the reasoning behind each result and gives your organization control over the final evaluation.
Structured
The same factor definitions, decision logic and scoring structure are applied across positions.
Explainable
You can see which factors and organizational characteristics contributed to the grade.
Reviewable
HR can revisit any factor and examine the reasoning before approving the result.
Calibratable
Managers and subject-matter experts can answer focused questions when additional role context is required.
Documented
Evaluation changes and calibration decisions are retained with their supporting rationale.
Outputs
One evaluation, multiple organizational outputs
Position grading
Job-E assigns each role to a position-based grade within a 20-level structure.
The grade creates a common internal language for comparing jobs and provides the foundation for pay structures, internal-equity analysis and organizational-level decisions.
Compensation benchmarking
Compare objectively graded positions with relevant market pay data rather than relying on job-title matching alone.
Indicative reference mappings to KF/Hay, Mercer IPE and WTW GGS help compensation teams work across commonly used grading languages and survey sources.
Job architecture
Use evaluation results to organize roles into coherent job families, levels and career paths.
Job-E’s title and structure diagnostics identify inconsistent titles, unnecessary layers and roles that appear misaligned with their organizational context.
Critical-role insights
A role-criticality matrix identifies positions that may require additional attention because of their organizational contribution, market scarcity or potential vulnerability.
Use the results to support hiring priorities, retention planning, succession discussions and workforce-risk management.
Organizational check-up
Job-E compares organizational indicators with relevant reference values, flags potential structural risks and provides practical recommendations for each finding.
Pay-transparency readiness
Objective and documented job evaluation helps organizations establish a foundation for comparing roles and identifying work of equal value.
Job-E’s Pay Transparency module extends this foundation with employee-level pay analysis, comparable-worker groups, gap identification and reporting workflows.
Work of equal value
Build an objective foundation for work-of-equal-value analysis
Employees performing different jobs may nevertheless perform work of equal value.
Identifying those roles requires more than comparing job titles. Organizations need an objective and consistently applied way to examine the requirements, responsibility and contribution of each job.
Job-E helps you:
- Evaluate roles independently of the people performing them
- Apply the same structured methodology across job families
- Document the reasoning behind each grade
- Compare differently titled roles on a common grade structure
- Identify potentially comparable roles for further pay-equity analysis
- Maintain evaluations as jobs and organizational structures change
Job evaluation provides the role-value foundation. Pay data, employee groupings, local legal requirements and organizational governance must then be considered through the wider pay-transparency process.
Methodology
A structured methodology—not a title-matching algorithm
Job-E does not assign grades by comparing a title with an external title database.
Its methodology evaluates each role through a structured sequence of questions and cross-validates the resulting factor levels for potential inconsistencies.
The evaluation considers the depth of knowledge required, analytical demands, problem complexity, decision responsibility, organizational and financial impact, stakeholder environment and leadership scope.
Organizational size is also considered separately so that the same title is not automatically treated as equivalent in organizations with substantially different scale and complexity.
Additional insight indicators can assess matters such as market scarcity, organizational vulnerability and working conditions without allowing them to distort the role’s core grade.
The result is a position grade supported by documented factor-level reasoning—not an unexplained recommendation based only on a title or job description.
Global frameworks
Work with your current grade and pay structures
Job-E uses its own 20-level grade structure while providing indicative reference mappings to:
- KF/Hay
- Mercer IPE
- WTW GGS
These reference mappings help organizations interpret Job-E grades alongside commonly used global methodologies, compensation surveys and existing internal structures.
They should not be treated as certified conversions or exact grade equivalencies. Global methodologies use different factor definitions, weights and grade structures, so normal variations may occur between frameworks.
Your existing pay bands can be connected to Job-E’s grade structure, allowing you to continue using your current compensation architecture while creating a more sustainable evaluation process.
Security & compliance
Enterprise-grade security and privacy
EU-based data storage
Core organizational data is stored in Frankfurt, Germany, within the European Union.
SOC 2 Type II certified infrastructure
Job-E uses infrastructure providers with established enterprise security controls and certifications.
Data minimization
Job evaluation does not require employee names, personal email addresses, salaries or other direct personal identifiers.
Encryption and controlled access
Data is encrypted during transmission and at rest, with access controlled according to user permissions and organizational boundaries.
Privacy-conscious AI processing
Only the minimum position information required to perform the evaluation is processed. Personal identifiers and employee compensation data are not required for AI-supported job evaluation.
GDPR and KVKK-aligned processes
Job-E is designed around data minimization, controlled processing and European data-protection requirements.
Pricing
Pay for evaluations—not another software licence
Pay as you go
No subscription, annual licence or long-term commitment is required for job evaluation.
Per-position pricing
Each position evaluation is charged once. You can evaluate one role, selected departments or the entire organization.
Automatic volume discounts
The price per position decreases as the number of evaluated roles increases.
No additional calibration fee
Reviewing or correcting an existing evaluation does not consume another paid evaluation.
Start with your own roles
Evaluate up to five positions free for 14 days and review the complete position-level results before purchasing additional evaluations.
FAQ
Frequently asked questions about job evaluation
What is job evaluation?
Job evaluation is a systematic process for determining the relative value of jobs within an organization.
It evaluates the requirements and contribution of the role—not the performance or characteristics of the employee performing it—and places comparable jobs within a consistent grade structure.
Organizations use job evaluation to support pay structures, internal equity, market benchmarking, career frameworks and work-of-equal-value analysis.
What is analytical or factor-based job evaluation?
Analytical job evaluation breaks each role down into defined factors, such as required knowledge, problem complexity, responsibility, organizational impact and leadership scope.
Each role is assessed against the same criteria. The factor results are then combined to determine the role’s relative position or grade.
Because the reasoning can be examined factor by factor, analytical job evaluation is generally more explainable and defensible than informal ranking or title-based matching.
How does AI job evaluation work?
Job-E uses AI to apply Orginsight’s structured job evaluation methodology to the organizational information you provide.
The AI follows a defined decision-tree process rather than freely inventing evaluation criteria. It produces a grade, factor-level results and an explanation that your team can review and calibrate before approval.
AI accelerates the analysis, while your organization retains control over the final result.
Does Job-E evaluate employees?
No. Job-E evaluates positions and roles, not individual employees.
It does not assess employee performance, potential, personality or personal characteristics. The grade reflects the requirements and organizational contribution of the job independently of the person currently performing it.
Can Job-E replace a traditional job evaluation project?
Job-E can replace much of the operational work involved in a traditional evaluation project, including structured role analysis, factor assessment, scoring, grading, documentation and ongoing updates.
Your HR team still governs the methodology, reviews results and makes final decisions. Organizations can also use Job-E alongside consulting support when additional implementation, governance or change-management assistance is required.
Can Job-E replace KF/Hay, Mercer IPE or WTW GGS?
Job-E is an independent methodology with its own 20-level grade structure.
It provides indicative reference mappings to KF/Hay, Mercer IPE and WTW GGS so that organizations can interpret results alongside familiar global structures. These mappings are reference points rather than certified or exact conversions.
Is Job-E compatible with our existing pay structure?
Yes. Your existing salary bands can be connected to Job-E’s grade structure.
This allows you to preserve your current pay architecture while using Job-E for new evaluations, internal-equity reviews, market benchmarking and future structural updates.
What happens when we disagree with an evaluation?
You can review the result factor by factor and identify exactly where the disagreement originates.
The relevant factor can then be reassessed by HR or clarified through a focused question sent to the role’s manager or another knowledgeable colleague. The response returns to HR for review, and the grade changes only after your team approves the calibration.
Corrections and calibration of an existing evaluation do not cost extra.
What happens when a role changes?
When a role’s scope, responsibility or organizational context materially changes, you can re-evaluate the affected position in minutes.
Its grade and factor-level explanation are updated, and connected analyses—such as career paths, title diagnostics, critical-role lists and compensation comparisons—can be refreshed accordingly.
How does job evaluation support pay transparency?
Job evaluation provides an objective way to compare the relative value of different jobs.
This helps organizations create consistent grades, identify potentially comparable roles and establish the role-value foundation needed for work-of-equal-value and pay-equity analysis.
Job evaluation is one part of pay-transparency readiness. Employee pay data, comparable-worker categories, gap analysis, local regulation and organizational governance must also be considered.
What information is required to evaluate a position?
Job-E uses structured organizational and role information such as:
- Position title
- Department and organizational unit
- Reporting relationship
- Role scope
- Decision responsibility
- Organizational and financial impact
- Stakeholder environment
- Leadership responsibility
- Company size and relevant organizational context
Employee names, salaries and personal performance information are not required for job evaluation.
Can we try Job-E before purchasing evaluations?
Yes. You can evaluate up to five of your own positions free for 14 days.
You receive access to the grades, factor-level results, explanations and position insights so that you can assess Job-E using real roles from your organization.
Is our data secure?
Core organizational data is stored encrypted within the European Union in Frankfurt, Germany.
Job-E applies data-minimization principles and does not require employee names, salaries or direct personal identifiers for job evaluation. Access is permission-controlled, and only the minimum position information required for processing is used.
Further reading
Insights from the team behind Job-E
Job Evaluation: The Question Behind Every Pay Decision
When people start comparing pay, the number isn't really what's on trial. Your reasoning is.
The EU Pay Transparency Directive: Can Your Job Architecture Survive It?
The directive has arrived. The real question isn't whether you're compliant — it's whether your pay would survive being made public.